3 Ways To Age-Proof Your Resume & LinkedIn Profile

Popular 3 Ways To Age-Proof Your Resume & LinkedIn Profile Cheryl SimpsonJune 04, 2014 Bigstock

Are you concerned about age discrimination? While most job seekers fear discrimination by hiring managers, the truth is that you’re more likely to be discriminated against by a computer. Related: 15 Ways LinkedIn Can Supercharge Your Job Search Results Most 50-something or older job seekers don’t realize that the technology they leverage to apply for jobs may be screening them out of consideration. Sadly, this is one of the most common reasons that job seekers don’t get the interviews they want and deserve. Here’s the key thing you need to know. The databases, or Applicant Tracking Systems (ATS), that employers, recruiters, and job boards use to parse, store, and analyze incoming resumes are capable of estimating how much experience you possess. When recruiters or hiring executives search these databases for candidates with a certain amount of experience – let’s say 12-15 years – the ATS will screen out candidates who possess anything other than 12, 13, 14, or 15 years. As a result, your resume or LinkedIn profile will not be listed in the resulting candidate search -- this eliminates your candidacy before a human even sees your resume or LinkedIn profile. Please note that while job boards, companies, and recruiters are not intending to discriminate, the technology they are using to organize the flood of resumes they receive is doing so inadvertently. This means that every time your resume is entered into a job board system, company website, or recruiter website, the experience filtering described above may occur. It also means that your LinkedIn profile could be subjected to this same filtering process any time a company or recruiter searches for candidates like you with a specific amount of experience in mind. If you’re currently in or plan to launch a part-time or full-time search for a new role, take time to age-proof your resume and LinkedIn profile. Three simple changes will boost your candidacy, help you attract more opportunities, and win you more job interviews:

1. Revamp your LinkedIn photo. While I strongly recommend a professional headshot (you can get one in most markets for $100-$200), an amateur photographer might work if you know one who takes good portrait shots. The key is an attractive pose that makes the most of your facial characteristics and personality while minimizing any age-related deficits. If you have silver hair as I do, for example, consider using a dark background or black & white photo to reduce the risk of a washed-out appearance. Select a pose that conveys energy and vitality and hints at the wisdom youth simply can’t replicate. Use a full-face smile to project energy with the photo and make sure you dress in interview-ready attire. 2. Eliminate dates from your education listings on your resume and LinkedIn. It’s standard these days for most folks over 30 to omit education dates from resumes and LinkedIn. This is easy enough to do on your resume where you can also omit dates of training, certifications, licensure, or affiliations. In short, omit any date prior to 2000, since most recruiters only want to see the last 10-15 years of your experience on your resume or LinkedIn profile. To achieve this on LinkedIn you will need to choose Edit Your Profile, and then edit your Education section. Select the “—“option in the drop-down box for your start and finish dates. Eliminate dates from other sections, as well. 3. Remove pre-2000 dates from your work history sections on your resume and LinkedIn. This is a little more complex but well worth doing. On your resume, list your post-2000 work experience in its own section and separate your pre-2000 experience into an early career section. For your pre-2000 jobs, omit your dates of employment and list the amounts instead. For example, if you worked at GE from 1992-2000, report that as “8 years.” LinkedIn doesn’t allow members to omit dates from employment so your only choice is to eliminate pre-2000 jobs altogether. Try embedding a short version of older jobs in your last post-2000 listing or briefly noting relevant older roles in your LinkedIn summary. Either tactic will help you win more LinkedIn profile views. While I don’t recommend using online job boards as a key component in an effective career search at almost any age (there are other more powerful and faster ways to create and pursue career opportunities for yourself), the truth is that these systems inadvertently “discriminate” against candidates with more than 15 years of work experience. Unfortunately, this same potential exists on LinkedIn and company/recruiter websites anytime a hiring executive or recruiter conducts a candidate search based on the amount of experience job seekers possess. The good news is that a few simple tricks can protect your resume and LinkedIn profile and give you greater access to the career opportunities you want and deserve. For more tips on taking your LinkedIn presence to the next level, register for my free webinar, Supercharge Your LinkedIn Presence & Recession-Proof Your Career, on June 16, 2014. Related PostsHow Recent Grads Can Leverage LinkedIn To Get A JobHow To Personalize Your LinkedIn URLShould You Upload Your Resume To LinkedIn Or Other Social Media?   Photo Credit: ShutterstockFrom Your Site Articles

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June 22, 2022: How To Get Recruiters To Talk To You

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Reading LinkedIn, you might think that the average office is a caring, sharing environment. Everyone adopts a nurturing attitude towards their colleagues. Managers give their staff kind words of encouragement even when they make expensive mistakes.

Perhaps your experience was different? Mine was.

I’ve worked with organizations where positivity and empathy were not among the corporate values.

Encounters with managers in the military, law enforcement, accounting firms, sales teams, and outsourced call centres can be bruising experiences.

So why would anyone tell a Navy chief petty officer, a tax inspector, or a Russian call centre manager that using positive and encouraging language might be a good idea? Why would they believe it?

Positive Language — The Business Case

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Positive language makes working a more pleasant experience.

Staff are more likely to be productive, stay with the company instead of move on, and perhaps even persuade their friends to work there.

The financial benefits of increased productivity are obvious.

Reducing staff turnover means less time and effort spent recruiting and training replacements, and fewer periods of sub-par productivity from partially trained employees.

Most companies have “recommend a friend” schemes. The savings can be substantial. A UK company offers a GBP 1,000 bonus for staff who successfully recruit their friends. Most recruitment firms charge three months’ salary for the same thing. This could easily amount to two or three times the bonus, even for quite junior positions.

The frequent use of negative language has the opposite effect.

Resentful staff have less reason to be productive and so earn less for the company.

Resentful staff are more likely to leave at the first opportunity. HR will need to recruit and train more new hires to replace them. This costs more and has a negative impact on productivity.

Resentful staff are more likely to tell their friends and relatives how bad the company is to work for, so dissuading people from working there.

What Is Positive Language?

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Positive language need not be sickly sweet. It has four distinct characteristics:

It tells listeners what CAN be done. Negative language focuses on what CANNOT be done.

It offers alternatives, choices, and options. Negative language offers no alternatives, no choices, and no options.

Positive language focuses on the problem to be solved. It looks forward to finding a solution. Negative language focuses on finding someone, usually the listener, to blame.

Positive language helps and encourages people. Negative language does not encourage anyone.

What Does It Take To Speak More Positively?

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Surprisingly little. Here are some examples of negative phrases people use, and their more positive substitutes.

“You didn’t...”

This looks back to the past. It says what the person didn’t do without offering alternatives. It makes it clear that the fault lies with the listener. Suppose we replace this with “Next time, try...”? This looks forward. It doesn’t point the finger and it gives the listener an alternative course of action.

“You should/must...”

This is very forceful and puts the blame firmly on the listener. How would the listener react to “It would be better if you...” or maybe “We should/must...”? The first option presents an alternative course of action. If the issue is related to legal obligations or safety requirements, then saying “We should/must...” takes away the sting by emphasizing that everyone has to do it.

“You didn’t understand...”

As a trainer, I try to avoid saying this. If my trainee doesn’t understand, then that’s not her fault, it’s my fault. I didn’t present it properly. I prefer to say: “I didn’t tell you properly/clearly enough...”

Linguistic Land Mines!

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These phrases are guaranteed to lead to fights and divorce proceedings.

“Yes, but...”

This says: “I have listened to you. It doesn’t matter.” Try replacing the word “but” with “and.” You’ll find that the conversation moves along faster and with less antagonism.

“You should have...”

This focuses on the past and the person’s “mistake.” It shows no respect for the listener and blames him for not having your superior knowledge. A more positive substitute might be: “Next time, try...” That conveys the same message, but looks forward to getting it right in the future.

“Why...?”

“Why” questions often sound like accusations. We all remember teachers asking us why we didn’t do our homework. “Why” questions often put people into “excuse giving” mode. They answer the question with excuses rather than properly thought-out root causes. Coaches recommend replacing “Why” with “What...?” transforming the question “Why didn’t you do your homework” into “What prevented you from doing your homework?"

“Calm down!”

Saying this usually has the opposite effect! It tells your listener that you do not care about their emotions. You just want them to stop expressing them. If you really want to help a person become less emotional, try telling him, “I want to help you, I need you to tell me what the problem is.” If the person shouts, it’s more effective if you take them aside and let them vent. Often, once the person has expressed their anger, they can speak more rationally and will apologize for their outbursts.

Next Steps

Think of the conversations you have had recently.

How many negative phrases have you heard? What effect did they have on you?

How many negative phrases have you used yourself? Now that you know more about positive and negative language, how would you conduct these conversations differently?

Once you’ve thought about these questions, get in touch and tell me your thoughts!

Further Reading

When you’re training your staff, your choice of language can have a massive effect on their learning. To find out more about how to train staff, please read my posts “Training for Non-Trainers” and “Explaining How Things Work: How To Do It And Why It Matters.”

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Have you ever heard of a "lone wolf" culture or a "me" culture? It's common in corporate America, but if you're looking for a job, you should probably avoid companies with this type of workplace culture. Here's why...

The Lone Wolf Culture In Corporate America Is [email protected] Avoid getting hired by this type of Company ay all costs!!! #careertiktok#careersuccess#hireme#careeradvice#careertips#jobsearch#jobsearchtips#jobtips#learnontiktok#edutok#interviews#interviewquestions#job#work#companyculture#corporatelife#lonewolf#me♬ My Name Is - D Billions

For many years, companies have been hiring what they call the "best" worker. They look for the best performer. And in the beginning, when a company hires employees like that, they see a lot of results because everybody's working their very hardest. But when you hire people to be the best, it gets competitive. Over time, you start to see the backstabbing and the politics. People protect themselves and throw each other under the bus. So the "lone wolf" or "me" cultures tap out. And, unfortunately, we have a lot of companies here in America that still have that "lone wolf" culture, and it's creating a lot of problems.

The solution is to evolve into a "we" culture where the best idea, the best process wins—where we don't look at individuals to be the best, we look at the team to create the best work. And that requires a culture shift.

If you want to know how to get hired at the "we" culture companies, the best places to work, check out my FREE community where professionals are learning how to become empowered in their careers so they can finally find career happiness and satisfaction, and overcome job burnout once and for all.

Sign up for my FREE community and become a Workplace Renegade today! My team and I are looking forward to working with you soon.

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